A Job Demand Analysis (JDA) is a structured process designed to identify the specific physical, psychosocial and environmental requirements of a job. 

Conducted by a Healthserv Occupational Health Professional, information is collected through observation, measurement and interviews with both incumbent employees and supervisors.  This onsite information is then analysed, compared and combined with reference literature and the National Occupational Classifications (NOC).

This analysis results in a specific job description and Bona Fide Occupational Requirements (BFOR'S), which are the minimum and absolute requirements an individual needs to safely perform the job.

Job Demand Analysis are used to:

  • Develop specific protocols for both Pre-placement Assessments and Return to Work Assessments
  • Develop Graduated Return to Work Plans
  • Develop job accommodation in Duty to Accommodate Programs
  • Guide treatment during rehabilitation post injury or illness
  • Provide a realistic match of job demands with a worker's ability

Benefits include:

  • Reduced injuries resulting from the assessment and match of demands with abilities
  • Appropriate treatment and rehabilitation
  • Timely and sustained return to work, benefiting both employee and employer
  • Return to work and accommodation decisions that are defensible.

Still have questions?

What is the NOC?
The National Occupational Classifications, or NOC,  provides a standardized language for describing the work performed by Canadians in the labour market. It gives statisticians, labour market analysts, career counselors, employers and individual job seekers a consistent way to collect data and describe and understand the nature of work.
- Courtesy of Employment and Social Development Canada, The Government of Canada 2013.

The NOC was updated in 2016.  For more information on the current edition, please click here.

What is a BFOR?
Simply put, a BFOR is a standard that is integral to the job role.  In another context, these requirements could seem discriminatory (see the Human Rights Code). However, if it can be demonstrated that the workplace rule, standard, criteria or policy relied upon is a bona fide occupational requirement then adherence to such policies can be protected by law. According to the Supreme Court of Canada, a Bona Fide Occupational Requirement are those requirements that:

  • the employer has adopted for a purpose or goal that is rationally connected to the functions of the position
  • the employer has adopted in good faith, in the belief that they are necessary to fulfill the purpose or goal
  • are reasonably necessary to accomplish the purpose or goal in the sense that the employer cannot accommodate persons with the characteristics of a particular group without incurring undue hardship.

The Ministry of the Auditor General has produced a number of information sheets to help both employers and employees alike navigate the Human Rights Code.  Find them here.  Guides, fact sheets and more information regarding the rights and responsibilities of employers and employees can be found at the websites of The BC Human Rights Tribunal and the BC Human Rights Coalition.